HR Talent Acquisition Business Partner

Essential Tasks 

• Provides strategic leadership and oversight of the City’s talent acquisition function, partnering with hiring managers to anticipate workforce needs, develop talent pipelines, and ensure effective strategies are in place to attract and select qualified talent for current and future staffing needs. 

• Develops and implements recruitment and employment branding strategies in collaboration with Marketing & Communications, department staff and key stakeholders, leveraging digital platforms, social media, professional networks, universities, industry-specific resources, community organizations, and other talent sources to strengthen the City’s ability to attract diverse and highly qualified candidates. 

• Provides oversight and guidance to ensure recruiting practices are consistent, effective, compliant, and aligned with City policies, applicable laws, and professional standards. Monitors recruitment activity and outcomes and works with the TA Analyst to ensure timely and accurate maintenance of candidate and requisition information within the applicant tracking system. 

• Supervises and provides direction to the Talent Acquisition Analyst, establishing priorities, setting performance expectations, building capabilities, and ensuring effective delivery of recruitment operational support. 

• Provides oversight of transactional and administrative recruitment activities, including job description coordination, job postings, requisition management, offer documentation, applicant tracking system maintenance, reporting, and other staffing-related administration. Delegates and monitors these activities to ensure timely, accurate, and consistent service delivery. 

• Partners with the HR Benefits team to support an effective transition from candidate selection through onboarding, providing guidance and ensuring appropriate coordination between Talent Acquisition, hiring departments, and Benefits team. 

• Provides strategic oversight of the offer and selection process, consulting with hiring managers on candidate selection, compensation considerations, offer strategies, and appropriate next steps, while ensuring a smooth transition to onboarding. 

• Partners with Organizational Advancement to support community engagement and talent outreach efforts, strengthening connections with community partners and expanding recruitment and sourcing strategies. 

• Uses talent acquisition and workforce data to inform organizational decision-making, evaluates recruitment, selection, and placement outcomes, and recommends strategies to improve effectiveness, efficiency, and workforce outcomes. 

• Develops and maintains strategic partnerships with hiring managers and organizational leaders, serving as a trusted talent advisor to understand current and anticipated workforce needs, identify hard-to-fill and critical positions, develop recruitment strategies, and maintain strong pipelines of internal and external talent. 

• Leads and participates in strategic HR and talent-related initiatives and special projects   

• Performs other duties as assigned. 

• Bachelor's degree in human resources, Public Administration, Sociology, Business Administration, Organizational Development, or a related field and five (5) years of progressively responsible experience in talent acquisition, recruitment, human resources, or a related field. 

• An equivalent combination of education and experience may be considered in lieu of a required bachelor’s degree. Qualifying experience must include increasing responsibility in talent acquisition, including strategic recruitment, talent pipeline development, consultation with hiring managers and organizational leaders, candidate assessment and selection, and recruitment solutions for complex or difficult-to-fill workforce needs. 

• Demonstrated proficiency with Workday, particularly Workday Recruiting, including recruitment workflows, talent pipelines, candidate activity, reporting, analytics, and related talent acquisition functionality is preferred. 

Preferred Qualifications 

• Three (3) years of experience providing direct supervision, leadership, coaching, or functional direction to staff. 

• Experience in a public-sector, governmental, or similarly complex organizational environment. 

• Professional certification such as IPMA-SCP, IPMA-CP, SHRM-SCP, or SHRM-CP, or the ability to obtain an applicable certification. 

Knowledge, Skills, & Abilities 

• Demonstrated ability to serve as a trusted talent advisor and consultant to hiring managers and organizational leaders by understanding workforce needs, providing recommendations, influencing decisions, and developing solutions to complex recruitment challenges. 

• Strong knowledge of talent acquisition strategies and practices, including workforce planning, talent pipeline development, sourcing, recruitment marketing, employment branding, candidate assessment, selection, offer strategies, and candidate relationship management. 

• Demonstrated ability to develop and implement recruitment and outreach strategies that attract a diverse and highly qualified applicant pool across a broad range of positions and occupational areas. 

• Demonstrated ability to analyze talent acquisition and workforce data, identify trends and opportunities, evaluate recruitment effectiveness, and translate findings into actionable recommendations for HR leadership and hiring managers. 

• Demonstrated ability to anticipate talent acquisition challenges and proactively develop short- and long-term strategies to address workforce and hiring needs. 

• Strong relationship-building, consultation, facilitation, and influencing skills, with the ability to establish credibility and effectively partner with employees, hiring managers, department leaders, senior leadership, candidates, and external stakeholders. 

• Strong verbal and written communication skills, including the ability to communicate complex recruitment and talent-related information clearly and effectively to audiences at all levels of the organization. 

• Knowledge of equitable and inclusive recruitment practices and applicable federal and state employment laws and regulations, including EEO, ADA, FLSA, E-Verify, and other laws and regulations applicable to recruitment and employment. 

• Demonstrated ability to exercise sound judgment, maintain confidentiality, manage competing priorities, and adapt to changing organizational and workforce needs. 

• Ability to provide leadership and oversight of recruitment operations, ensuring that transactional and administrative activities are completed accurately, efficiently, consistently, and in accordance with established policies and procedures. 

• Ability to supervise, coach, develop, and provide direction to Talent Acquisition staff and establish priorities for the delivery of recruitment services. 

• Proficiency with Microsoft Office and applicant tracking and recruitment systems, with the ability to effectively use recruitment technology and data to oversee recruitment activity, evaluate outcomes, and support strategic decision-making. 

• Knowledge of and proficiency in utilizing professional networking platforms, career boards, recruitment technology, and other sourcing tools to support talent acquisition strategies. 

Physical Requirements 

• Hearing/Speaking – Ability to hear and communicate effectively through spoken language with internal and external customers, including employees, citizens, applicants, and other stakeholders. 

• Visual Abilities – Requires sufficient visual ability to perform essential job functions, including reading and reviewing documents and electronic information, observing employment-related activities, operating a motor vehicle when , and addressing individuals or groups. Visual abilities include near and far acuity, depth perception, peripheral vision, and the ability to adjust focus. 

• Physical Strength – Light Work: Exerting up to 50 pounds of force occasionally, up to 10 pounds frequently, and a negligible amount of force constantly to move or handle materials related to the position. 

• Physical Demands – Requires occasional reaching and frequent use of hands and fingers for handling, grasping, turning, typing, and other routine office and work-related activities. 

Mental Activity/Requirements 

• Reasoning – Ability to apply logical thinking, knowledge of public personnel practices and employment laws, and sound judgment to analyze information, address practical situations, make decisions, and respond appropriately and timely to changing circumstances. 

• Mathematics Ability – Ability to apply basic arithmetic and statistical concepts to analyze and interpret talent acquisition and workforce data and reports. 

• Language Ability – Ability to speak, read, and write English effectively to perform essential job functions and communicate with employees, applicants, leadership, and other stakeholders. 

Environmental Conditions 

• Physical Surroundings – Primarily office-based work, with occasional work in other indoor or outdoor settings as  for recruitment activities, community outreach, meetings, events, or other business needs. 

• Hazards – Work is generally performed in an environment with no unusual occupational hazards. 

• Machinery/Tools/Work Aids/Other Equipment – Regular use of standard office equipment, computers, telephones, mobile devices, applicant tracking and recruitment systems, and other technology associated with office-based work. 

The City of High Point is committed to providing a safe, comfortable working environment for all employees. To that end, we are proud to comply with all Occupational Safety and Health Administration (OSHA) requirements, as well as make reasonable accommodations to candidates and employees as we are able in accordance with the Americans with Disabilities Act (ADA). Candidates selected for employment must undergo (a.) a drug screening, in accordance with the City’s drug and alcohol policy and (b.) a background screening to determine whether there is any current, pending, or previous charge, conviction or other infraction deemed incompatible with service in the capacity for which the candidate is being hired. In lieu of or in addition to background screening, candidates selected for employment in a position that requires working with children in any capacity must be fingerprinted and undergo a criminal history record check conducted by the North Carolina State Bureau of Investigation. Certain positions are considered so critical to the health and safety of others that a candidate cannot be placed in any such position without passing a pre-placement physical exam. The City offers employment to successful candidates conditioned upon the City’s receipt of satisfactory results from all required screenings, checks, and exams, as applicable.